Resume Gaps Due to Family

When I wrote Job Search for Moms, one thing stuck in my mind, how can a mom, who wants to return to the workplace, explain her absence while she stayed at home raising her family. It’s a tough quandary and many experts discourage putting it on the resume.  Instead they suggest talking up the volunteeriing, entrepreneurships or schooling that took place during that time.

As a former HR professional and also mom, I can understand the frustration.  Why do mothers (and the small percentage of stay at home fathers) have to hide or camouflage the time that they spent at developing and nurturing their children? On top of that, what new parent has the time, inclination or even energy to start a business, attend meetings or go to school?  Later perhaps, but not right way.

Many experts suggest creating a functional resume that highlight skills rather than the chronological history of companies and positions.  I understand that and have even written resumes in this manner. I’ve also written chronological resumes that state, for example, “Full Time Parent, 2011 – Present”.  (The same holds true for a Full Time Caregiver.) Both formats have worked and the applicants have been called in for an interview.

The news outlets can’t give us enough articles or segments on a woman’s rights in regard to health care and other areas.  While these are critical, there is never any mention about a woman’s right to return to a full or part time career that welcomes her past experience as well as her time spent as a stay at home mom. There is no uproar about her struggle to find a position that allows her to utilize her skills and competencies without stopping and wondering about that “gap” in her resume. Full time moms, dads or other caregivers have the ability to prioritize, multitask, problem solve, communicate and lead (to name just a few skills).  These are the skills needed in today’s organizations and frankly, it’s not fair that they can’t even get in the door without being pinpointed, discriminated against or ostracized.  

DiSC™ and the Job Search

I'm so sorry that I haven't been posting.  I've been writing articles over on LinkedIn and neglecting my blog page.  On top of all that, my daughter was recently married and I spent  the days and weeks leading up to the wedding away from anything related to the job search.  

I read an article today that said the the Myers Briggs Type is a based upon a theory and not really valid.  All these years (beginning in 1920 and off and running after WWII) our corporations and colleges have been using the assessment to identify our personalities and "fit".  I don't know - I'm not a scientist or a sociologist but I think the definitions of the various types seems pretty accurate.
Still, Myers Briggs was always too complicated for me with its' 16 types; and I've preferred the DiSC ™ four styles.  Here is why I like it for the job search.



There are limitless articles written about perfecting your resume or interviewing tips, what to wear on the interview or what questions to ask. (I’ve written them myself!) What I haven’t seen is how your personality comes across in the networking, telephone or in-person interviews. I think that understanding style, both your own and the interviewer may help during the interviewing process. While there are many types of personality profiles, I’d like to concentrate on the DiSC™ definition of style.

Quick History
The DiSC™ behavioral assessment is based upon the research of William Moulton Marston (1928) on how people respond to various effects in their environment. Studied and modified over the years, the DiSC™ is a tool used to not only assess your behavior and “personality”, but to also help you understand other people’s styles. It is used in businesses to enhance teamwork, to improve communication and customer service, to reduce conflict and value the differences in others.

DiSC™ Styles
While people are a combination of styles, the DiSC™ Classic states that in certain situations such as work, people usually behave in a consistent manner and fall into certain quadrants. These styles are described as Dominance, Influence, Steadiness and Conscientious. Their accompanying behaviors are described below.
D: Dominance
Ø Getting immediate results
Ø Causing action
Ø Accepting challenges
Ø Solving Problems
Ø Questioning status Quo
Ø Taking Authority


i: Influence
Ø Contacting people
Ø Being articulate/optimistic
Ø Generating enthusiasm
Ø Creating motivational environment
Ø Participating in a group

S: Steadiness
Ø Performing in a consistent manner
Ø Developing specialized skills
Ø Be a good listener
Ø Demonstrating patience, accommodating and considerate
Ø Creating a harmonious work environment

C: Conscientious
Ø Attention to key directives, details and standards
Ø Thinking analytically and using a systematic approach to situations and activities
Ø Being diplomatic with people
Ø Using a systematic approach

DiSC™ Style and the Interview Process
Many times we are called to our line of work based upon our personal likes and also our behavioral styles. For example, a scientist may be high in Conscientious, while a sales and marketing representative may be high in Influence. A manager may have high Dominance tendencies and a writer may be higher in the Steadiness arena. Various job descriptions also highlight the competencies the employee would need to satisfactorily complete the job. These competencies obviously vary by job but as you read them in the job description or posting, pay attention to the wording. Descriptions such as “detail oriented,”, “team player”, “focused”, or outstanding customer service skills” give you an idea of the type of behavior needed for the job.
In an interview, either networking, telephone or face-to-face, your personal DiSC™ style and that of your interviewer should be taken into account. While it is critical to be prepared with behavioral examples of your past accomplishments, it is also important to consider how you come across to the interviewer.

1. Reflect on your own style. What are your strengths? What are your weaknesses? For example, if you are an “I”, you may find yourself presenting too much information when asked a question. Make sure you are prepared with succinct, clear examples of your accomplishments.
2. Follow the lead of the interviewer. The chart below describes some of the behaviors demonstrated by the DiSC ™styles.
Dominance
Direct
Forceful
Decisive
Quick
Influence
Gregarious
Persuasive
Pleasant
Influential
Steadiness
Passive
Patient
Team Oriented
Active Listener
Conscientious
Accurate
Factual
Diplomatic
Systematic


If you are interviewing with a ‘D”, make sure your responses are direct and succinct. While you may feel pressured to respond quickly, make sure you take time to think through your responses.
If you are interviewing with an “i”, and this is not your personal style, make sure that you are cordial and pleasant.
The ‘S” interviewer may seem relaxed and amiable, but they are deliberate in evaluating your responses.
While courteous and diplomatic, the “C” interviewer is interested in your responses to problem solving and decision making situations. Make sure you give this interviewer all the detail they ask for.

The Last Word
If you are overwhelmed by the thought of interviewing and understanding personal style, just concentrate on yourself. Understand your own style and recognize that you may respond to certain questions or situations based upon that style. Whatever you decide; plan and prepare for your interview with a complete understanding of your own accomplishments, your expectations and an understanding of the company you are visiting.